What should I do if the work unit requires employees to pay attention to dedication?

It is undeniable that in this era, some companies will survive by suppressing employees' salaries. They are very good at brainwashing employees, and every effort will extract every drop of water from employees. When they often praise their employees: "After seeing it, everything is trusted. Do you think Ma Yun can do it today? Can he see it? He believes that he can succeed, and it will succeed in the end. If you don't believe that you can succeed, he will never succeed! So you must trust the company first, I believe the company will have a bright future! "

To be honest, these ideas have a certain level to some extent. This makes employees entangled: if you choose to leave, you will feel that your conscience will not go; But if you stay, you are your own. It can be seen that most of the victims of "gratitude culture" are wise. We all know that the company does not dare to be too rampant as long as all employees collectively resist this social injustice. In fact, very wise employees usually have the same care and know how to understand others. I would rather pay more than degenerate. They are worried that if they resist, they will leave a bad impression on the leader and choose patience. The company is just using this kind of employee psychology and employee negotiation to talk about the general situation. They are sure, even if they keep pressing, these wise employees will not leave.

what should I choose if we encounter this situation? First of all, we must know what is "chicken soup" and what is "poison". Companies like "Painting Big Cake" are very good at using it-talk about half.

For example, they will promote Huaxi's wolf culture: "996 working systems are a common phenomenon in many businesses and the whole industry. Therefore, our company has developed 996 working systems, which are reasonable and reasonable, and he is reasonable. " But he closed Huawei's salary standard. In fact, the average annual salary of Huawei employees is about 17,. Many companies can't do this with such a salary standard. They will promote the promotion mode of marine fishing: "No matter how many achievements are in front of you, we must start from the grassroots level." But in fact, the company has no scientific promotion mechanism. The purpose of doing this is just to get the lowest money, please go to a useful person. This is a typical concept of stealing. Everything has its own two sides. The company only explains the "payment" side and hides the "harvest".

It's really a good company for you, and it won't let you wronged your salary. The basic purpose of our work is to make money. A company even offers salaries. What are you talking about? You know, gratitude is mutual. The company provides us with a learning platform and opportunity, and we answer the company's way to create benefits for the company and reflect our own value. And in turn, what is gratitude to us? Is this just "teaching us more knowledge"? Honesty, no matter which company you go to, the company is obliged to provide you with training. So I think, like this company, only you thank him, and he doesn't thank you. How can you give you such a salary if he is grateful? You have created benefits for the company, but the boss is an asshole and puts all the money in your pocket. Why do you follow such a boss? What are you?

a really good business pays more attention to your value than your salary.

if your company recruits personnel specialists, the compensation standard/month is 25-3 yuan. Once the interviewer finds that he has the recruitment ability of job seekers, he can complete the recruitment work independently. Your business lacks this ability. The expectation of job seekers is 4 yuan/month. Will you admit it? The average enterprise will think: "Our company doesn't have to recruit such a high salary, and it can find a monthly salary of 3, yuan." Good companies will choose to experiment. Of course, they will also provide the job requirements.

finally, it was caused, and the average enterprise spent 3 yuan 3 yuan. I will recruit 1 new people for a month; Good business costs 4, people to come to the staff and recruits 2 new people in one month. This is only the recruitment result. Personnel experts with 4, yuan can also complete the recruitment work independently, and 3, personnel commissioners may also need to support other colleagues, which also increases a lot of expenses. So compared, do you think 3 yuan and 4 yuan are more valuable? This is the reason why an ordinary company doesn't understand and a good enterprise understands: doubt is far greater than the cost of testing errors. General enterprises are more willing to recruit compensation framework, and they don't want to have higher recruitment costs. Think about it, you spent one or two thousand yuan, and the worst result is only two months of experiment, and found that this person did not reflect the corresponding value and lost one thousand yuan. But if you really meet a talent who can bring a lot of benefits to the company, it will be a great wealth. This is why ordinary companies dare not try. Therefore, a good company also requires employees to work for the company, and they will ask employees to work for themselves. Because they know that employees will work hard, they will actively, actively and strive to improve their ability to create higher benefits.